International labour law

INTERNATIONAL LABOUR
ORGANIZATION
TOPIC: LABOR LAW
Submitted by,
ROSHAN PR
REG NO: PRC17MS1115
MBA - IB

LABOUR LAW
The International Labour Organization (ILO) was created by the Treaty of
Versailles of 1919 to promote peace through social justice. Its Constitution
calls for an improvement in employment conditions, such as the regulation
of hours of work and of labour supply, the provision of an adequate living
wage and equal remuneration for work of equal value, and the protection
of children, young persons and women. Though the world of work has
evolved since then as the ILO approaches its centenary, its purpose has not
changed, and its role is increasingly relevant to such issues as
unemployment, rights at work, and the social dimension of globalization.
The ILO aims to achieve decent work for all through the promotion of
social dialogue, extended social protection, employment generation, and
respect of fundamental principles and rights at work and international
labour standards, a set of concepts referred to as the Decent Work
Agenda.
A key concern for the ILO is promoting decent work for young people. The
International Labour Conference (ILC), the supreme decision-making body
of the ILO, in 2005 adopted a resolution and conclusions on promoting
path- ways to decent work for youth, which concern the youth employment
challenge and the strategy needed to address it. This includes the ILO
Plan of Action to promote decent work for young people, which takes into
consider- ation the special needs and challenges that they face. Following
the outbreak of the global financial and economic crisis, in 2009 the ILC
adopted the Global Jobs Pact, which is a global policy instrument that calls
on member States in particular to support youth, who are among the

hardest hit by the crisis.
OTHER SOURCES OF INTERNATIONAL LABOUR LAW
Treaties adopted outside the ILO framework, and certain rules of customary
international law also form part of international labour law.
A number of UN Human Rights Conventions create international labor law.
Many of the rights and obligations conferred by UN Treaties include some that
are intended to be exercised specifically in the context of employment, such as
the rights to equal pay and to join and form trade unions. In addition, UN
instruments confer rights that are intended to be exercised generally, but also
affect the employment relationship. For example, instruments that guarantee
free association require that individual workers should have the right to form
and join trade unions. UN Human Rights Declarations, Covenants and
Conventions that form part of international labor law include:
 The Universal Declaration of Human Rights, 1948 (Article 23
establishes the right to work, to equal and fair remuneration and the
right to form and join trade unions)
 The International Convention on the Elimination of All Forms of
Racial Discrimination, 1965
 The International Covenant on Civil and Political Rights, 1966
 The International Covenant on Economic, Social and Cultural Rights,
1966
 The Convention on the Elimination of All Forms of Discrimination
Against Women, 1979
 The Convention on the Rights of the Child, 1989

 The International Convention on the Protection of the Rights of All
Migrant Workers and Members of their Families, 2003
In 2012 the ILC adopted the conclusions concerning “The youth
employment crisis: A call for action”, which supplement the conclusions
concerning youth employment adopted by the ILC in 2005. The 2012 Call
for Action stresses the importance of promoting pro-employment growth
and decent work for young people by adopting a multi-pronged, rights-
based approach to youth employment. The Call for Action also states that
international labour standards play an important role in protecting the
rights of young workers.
In 2015 the United Nations adopted the 2030 Agenda for Sustainable
Development. Under Goal 8, “Promote inclusive and sustainable eco-
nomic growth, employment and decent work for all”, States are called on
to make efforts to reduce youth unemployment and increase the
participation of young people in education and training. Progress towards
Sustainable Development Goal (SDG) 8 is to be measured by a set of global
targets that reflect the labour market challenges of countries at different
levels of development. Several priorities of the Decent Work Agenda are
included as targets under SDG 8 (8.5, 8.6 and 8.b), while others are
mentioned as targets under other Goals.
Even as some countries have recovered from the financial and economic
crisis, young people continue to face a wide range of difficulties in the
labour market. Overall, two in five economically active young people are

either un- employed, or working yet living in poverty. In some cases,
young persons are trapped in involuntary part-time, casual, seasonal, and
other forms of temporary employment with limited prospects of career
advancement. Other problems affecting young workers include low wages,
informal work arrangements, and exclusion from social security coverage.
Many young people perform unpaid internships, traineeships, or work
under similar arrangements, hoping that such experiences will be a
stepping stone to future employment. The employment prospects of young
people vary according to age, sex, eth- nicity, education level, family
background, health status and disability. Some groups of young persons
therefore face particular disadvantages in securing and retaining decent
work.
Regardless of their age, all workers have the same rights under
international labour standards. In many instances the ILO bodies
responsible for super- vising compliance with international labour
standards have commented on issues affecting young people by reference
to standards aimed specifically at young people, as well as standards that
have a general scope of application.
In recent decades regional and international treaties concerning youth
have also been adopted, including the 2005 Iberoamerican Convention
on the Rights of Youth, which reaffirms the right to work of youth, and
the 2006 African Youth Charter, which recognizes the right of young
people to gainful employment. Employers’ and workers’ organizations
and human rights advo- cates have also devoted special attention to the
needs of youth.

Against this background, it is timely and appropriate to present this Guide
to International Labour Standards and Rights at Work concerning Young
People, which explains the standards relevant to young people and the way
in which they contribute to the attainment of decent work. It provides an
over- view of those standards, underlining the provisions which set out the
basic conditions required for the creation of good quality jobs, and
instruments which contain youth-specific provisions. The Conventions,
Protocols and Recommendations which provide practical guidance and
facilitate the full and productive integration of young people in the job
market cover a wide spectrum of topics, including the minimum age of
admission to employment, wages, working time, occupational safety and
health, labour inspection, and discrimination. In order to illustrate the
application in both law and in practice of international labour standards
issues affecting youth, a sample of comments adopted by the Committee
of Experts on the Application of Conventions and Recommendations
(CEACR) has been included. Member States provide the ILO with
information regarding youth policies and youth employment measures, the
application of which is supervised by the ILO supervisory bodies.
Purpose and structure
This Guide describes international labour standards relevant to young per-
sons. While covering different thematic areas, it focuses on the key
provisions of Conventions and Recommendations, in particular those of
special relevance to youth in terms of the 2012 ILC resolution (Call for
Action).

The main purpose of this Guide is to help ILO constituents, in particular
decision-makers and practitioners at national and local levels, to better
understand the multi-faceted dimensions of the youth employment chal-
lenge, and to devise and implement coherent and coordinated measures to
address this challenge. The Guide also aims to provide young persons with
the necessary information on their rights at work. In so doing, it touches
on specific labour-related problems affecting youth that have been raised
in the context of the application of international labour standards.
Examples of country-level and regional good practices are included.
The first part of the Guide introduces the various definitions that will
be used throughout the text and explains the purpose of the publication.
The second part of the Guide explains the general framework of
international labour standards, indicating how they address the particular
needs of young people. The third part addresses standards applicable
to specific groups of young workers with special protection needs. In
conclusion, the fourth part provides a brief summary along with some
thoughts on the future of youth employment.
Young persons
The definition of a young person for the purpose of employment is
based on age. There is no universally accepted international definition of
“youth”. Global and regional statistical estimates apply an age definition
of 15 to 24,4 and there is a growing momentum to increase the upper age-
limit to reflect increasing educational attainment and the postponement
of labour market entry beyond the age of 24. In practice many

employment policies directed at youth normally cover persons within
this age group, and some may extend policies to 29 years of age.
YouthSTATS, a statistical database on youth labour market indicators
produced by the ILO, considers young persons to be those within the 15
to 29 age range.
Some international labour standards include young persons among the
categories regarded as vulnerable due to the difficulties they often
encounter in obtaining decent jobs. The ILO has therefore been attentive
to the impact of measures adopted by governments to guarantee the
respect and promotion of rights of young persons at work.
International labour standards
Since 1919 the ILO has developed and maintained a system of international
labour standards aimed at promoting opportunities for women and men to
obtain decent and productive work, in conditions of freedom, equity,
security and dignity.5 The ILO’s Constitution confers upon the
International Labour Conference the capacity to adopt international
Conventions, Protocols to existing Conventions, and Recommendations
covering social and economic issues of concern in the world of work.
essential in maintaining decent working conditions. In the present context
of globalization, they serve the aim of ensuring that all benefit and prosper
from the expanding economy. International labour standards range from
freedom of association and labour conditions to employment policies and
social security. Conventions, Recommendations and Protocols set norms
(international labour standards) covering all workers. Some of these instru-

ments address the needs of those requiring special protection (persons with
disabilities, indigenous peoples, migrant workers, etc.) and those employed
in specific sectors (rural workers, mineworkers, seafarers, etc.).
Conventions and Protocols are treaties in international law which, once rat-
ified by member States, create legal obligations as part of national law.
They lay down basic principles, rights and obligations, and compliance
with their provisions is supervised by the ILO on a regular basis.
Recommendations are non-binding guidelines, which in many cases offer
further guidance on the implementation of a Convention. Information on
international labour standards is available on the ILO website
The social partners
The ILO has a unique tripartite structure allowing for governments and
employers’ and workers’ organizations to have a voice, and ensuring that
all views are reflected in shaping labour standards, policies and
programmes. Employers’ and workers’ organizations, usually referred to
as the “social partners”, actively participate in the formulation and adoption
of international labour standards, and in the supervision of their
application.
The social partners also play a fundamental role in the implementation
of international labour standards at the national level. Most international
labour Conventions require governments to consult with the most repre-
sentative organizations of employers and workers in the design and evalu-
ation of programmes and measures to implement them. In addition, the

Tripartite Consultation (International Labour Standards) Convention, 1976
(No. 144), requires consultations between representatives of the
government, of employers and of workers on certain actions, such as on the
re-examina- tion of unratified Conventions and of Recommendations to
which effect has not yet been given, to consider what measures might be
taken to promote their implementation and ratification as appropriate.
ILO supervisory system
Regular supervisory system: In accordance with the ILO Constitution,once
a member State ratifies an ILO Convention, it is obliged to report regularly
on measures taken to effectively implement it, both in law and in practice.
Governments are also required to submit copies of their reports to
employers’ and workers’ organizations, which may provide their own
observations on the application of Conventions to the ILO. The
Committee of Experts on the Application of Conventions and
Recommendations (CEACR) and the Conference Committee on the
Application of Standards (CAS) are both responsible for examining
compliance with ratified Conventions. The CEACR also conducts a
General Survey each year of standards on a specific subject.
When examining government reports on ratified Conventions, the CEACR
can formulate two types of comments: observations and direct requests.
Observations contain comments on fundamental questions arising from the
application of a particular Convention by a member State. Direct requests
relate to more technical questions or seek further information. On the basis
of observations made by the CEACR, the CAS holds a tripartite discussion

and adopts conclusions addressed to governments for better compliance.
This Guide presents the comments and conclusions adopted by the CEACR
and the CAS, respectively, addressing different issues affecting youth.
Complaints before the Committee on Freedom of Association: Freedom
of association and effective recognition of the right to bargain collectively
are founding principles of the ILO. The Committee on Freedom of
Association (CFA) is a tripartite committee of the ILO’s Governing Body,
appointed from among its Government, Employer and Worker members. It
is responsible for examining complaints concerning violations of these
principles, whether or not the country concerned has ratified the
Conventions concerning freedom of association and collective bargaining.
Complaints may be brought against a member State by employers’ and
workers’ organizations. If the CFA admits a complaint, it establishes the
facts in dialogue with the government concerned. If it finds that there has
been a violation of freedom of association or collective bargaining
principles, it issues a report through the Governing Body and makes
recommendations on how the situation could be remedied.
If declared receivable, the ILO Governing Body appoints a three-member
tripartite ad hoc committee (composed of Governing Body members) to
examine the representation and the government’s response. The ad hoc
tripartite committee adopts a report which is then submitted to the
Governing Body. The report analyses the legal and practical aspects of the
case, examines the information submitted, and concludes with
recommendations. Individuals cannot make representations directly to the
ILO, but can pass on relevant information to their workers’ or employers’
organization, as applicable.

Complaints: The ILO Constitution also provides for a complaints
procedure. A complaint may be filed against a member State drawing
attention to per- sistent and serious violations of a ratified Convention. The
complainant can be a member State that has ratified the same Convention,
a delegate to the International Labour Conference, or the Governing Body
in its own capacity. Upon receipt of a complaint, the Governing Body may
appoint a Commission of Inquiry consisting of three independent
members. The Commission of Inquiry is responsible for conducting a full
investigation of the complaint, ascertaining all the facts of the case and
making recommendations. There have been twelve Commissions of
Inquiry in the ILO so far.
Fundamental Conventions and related instruments
The 1998 ILO Declaration on Fundamental Principles and Rights at
Work reaffirms the constitutional obligation of every ILO member State
to respect, promote and realize four fundamental principles and rights at
work freedom of association and the effective recognition of the right
to collective bargaining;
the elimination of all forms of forced or compulsory labour;
 the effective abolition of child labour;
 the elimination of discrimination in respect of employment and
occupation.
The ILO Governing Body accordingly identified eight Conventions as

“fundamental”, covering each of the above subjects, and these are
discussed below. There are currently over 1,392 ratifications of these
Conventions, rep- resenting more than 93 per cent of the total possible
number of ratifications.
(a) Freedom of association
Freedom of association and the effective recognition of the right to bargain
collectively are fundamental principles and rights at work. By exercising
their right to associate and to bargain collectively, workers and employers,
including young workers and employers, are able to effectively defend
their social and economic interests, to determine mutually acceptable
conditions of employment and to ensure that their voice is being heard in
the definition of public policies.
The Freedom of Association and Protection of the Right to Organise
Convention, 1948 (No. 87), establishes that –
Workers and employers, without distinction whatsoever, shall have the
right to establish and, subject only to the rules of the organisation
concerned, to join organizations of their own choosing without previous
authorization.
The right to freedom of association is intertwined with other internationally
recognized human rights,which include the right to freedom and security
of the person, freedom of opinion and expression, freedom of assembly,
and the right to protection of property.X
In accordance right to freedom of association also entails the right of
workers and employers and their organizations to draw up their

constitutions and rules, to elect their representatives in freedom, to organize
their administration and activities and to formulate their programmes. For
instance, workers’ and employers’ organizations should be able to hold
meetings freely for the discussion of matters of relevance to members,
including the defence of their social and economic interests, without the
need for previous authorization and without interference by the public
authorities. Furthermore, they should enjoy freedom of opinion and
expression at their meetings, in their publications, and in the course of other
activities.
Freedom of association applied to young persons
Convention provides that workers and employers shall enjoy their right to
associate without distinction or discrimination of any kind, including on
the basis of age. The CEACR has emphasized the need to guarantee that
minors who have reached the minimum legal age for admission to
employment, both as workers and as apprentices, can exercise their trade
union rights without parental authorization. With regard to the conditions
of eligibility of trade union representatives, the CEACR has considered
incompatible with the Convention the requirement that candidates for
trade union office should have reached the age of majority. For example, in
its 2013 comments on Chad under Convention No. 87, the CEACR
expressed its trust that the Government guarantees the right to organize to
minors, as either workers or apprentices, who have reached the minimum
age to work
Freedom of association and young rural workers
Member States should ensure that young rural workers are able to exer-

cise their right to freedom of association. According to the Rural Workers’
Organizations Convention, 1975 (No. 141), rural workers are persons
engaged in agriculture, handicrafts or a related occupation in a rural area
whether as a wage earner or as a self-employed person. Convention No.
141 guarantees the principles of freedom of association of rural workers.
Rural workers’ organizations must be independent and voluntary in
character and must remain free from all interference, coercion and
repression.
The CEACR considers that special measures should be taken to ensure
that young rural workers can form and join organizations to enable them
to participate in economic and social development. Furthermore, the Rural
Workers’ Organizations Recommendation, 1975(No. 149), includes, among
the means of encouraging organizations of rural workers, programmes of
workers’ education specially adapted to national and local conditions and
to the social, economic and cultural needs of the various categories of rural
workers, including the special needs of young persons.
Protection against anti-union discrimination
The Right to Organise and Collective Bargaining Convention, 1949 (No.
98), provides that workers, including young workers, shall enjoy adequate
protection against acts of anti-union discrimination in respect of their
employment. Acts of anti-union discrimination include acts calculated to –
make the employment of a worker subject to the condition that he shall
not join a union or shall relinquish trade union membership;
cause the dismissal of or otherwise prejudice a worker by reason of
union membership or because of participation in union activities outside

working hours or, with the consent of the employer, within working
hours.
Collective bargaining
The right to collective bargaining goes hand in hand with the right to
freedom of association, as workers and employers exercise first and
foremost their right to associate in order to be able to bargain collectively.
According to the Collective Bargaining Convention, 1981 (No. 154), the
term “collective bargaining” extends to all negotiations which take place
between an employer, a group of employers or one or more employers’
organizations, on the one hand, and one or more workers’ organizations, on
the other, for – determining working conditions and terms of
employment; and/or regulating relations between employers and
workers; and/or regulating relations between employers or their
organizations and a workers’ organization or workers’ organizations.
Convention No. 98 requires governments to take appropriate measures to
– encourage and promote the full development and utilisation of
machinery for voluntary negotiation between employers’ organizations
and workers’ organizations, with a view to the regulation of terms and
conditions of employment by means of collective agreements.
The promotion of voluntary collective bargaining in this sense should be
car- ried out with due regard for the independence and autonomy of the
parties. This principle must guide the recognition of representative
organizations, the endeavours of the parties to engage in negotiations in
good faith to reach an agreement, and mutual respect of the commitments

made by the parties through collective bargaining.
Protection of workers’ representatives
The Workers’ Representatives Convention, 1971, calls for workers’
representatives in an undertaking to enjoy effective protection against any
act prejudicial to them, including dismissal based on their status or
activities as workers’ representatives. The Convention does not impose an
age limita- tion on workers to be elected as representatives. Thus, young
workers may also perform representation functions. According to
Convention No. 135, “workers’ representatives” means persons who are
recognised as such under national law or practice, whether they are –
trade union representatives, namely, representatives designated or
elected by trade unions or by members of such unions; orelected
representatives, namely, representatives who are freely elected by the
workers of the undertaking in accordance with provisions of national
laws or regulations or of collective agreements and whose functions do
not include activities which are recognised as the exclusive prerogative
Position of the Committee on Freedom of Association concerning the
exclusion of young workers from the coverage of collective
agreements (CFA Case No. 2820)
In October 2010 the Greek General Confederation of Labour (GSEE) submitted a
complaint to the Committee on Freedom of Association (CFA), alleging that Act No.
3845/2010,a measureadopted bythe Greek Governmentin the context ofthe crisis in the
euro zone, was intended to exclude young workers from the scope of national general
collective agreements. In particular,the GSE indicated that Act No. 3845/2010 excluded
workers up to 24 years of age from the generally binding provisions on minimum wages
and conditions of work.
The CFA observed that measures concerning special wage remuneration for young
workers had been introduced on the grounds that such workers would otherwise face
long-term unemploymentdue to unfamiliaritywith the labour market.The CFA trusted that
such measures would be temporaryand would notrestrict the collective bargaining rights
ofyoung workers as regards their remuneration for a longer periodthan thatannounced by
the Government. [CFA, Case No. 2820]

of trade unions in the country concerned.”
The elimination of all forms of forced and compulsory labour
In 2012 the ILO estimated that 21 million people were victims of forced
labour, of whom 5.5 million (26%) were below the age of 18. The Forced
Labour Convention, 1930 (No. 29), and the Abolition of Forced Labour
Convention, 1957 (No. 105), are the key fundamental instruments ensuring
the suppression of forced or compulsory labour in all its forms. Forced
labour is defined by Convention No. 29 as all work or service which is
exacted from any person under the menace of any penalty and for which
the said person has not offered himself voluntarily.
Nevertheless, for the purposes of the Convention, some exclusions are pro-
vided for, including compulsory military service, court ordered work, work
in cases of emergency, and communal services with a direct interest for
the community.
Regrettably, forced labour is not a phenomenon of the past. In June 2014
the ILC adopted the Protocol of 2014 to the Forced Labour Convention,
1930, and its accompanying Recommendation, the Forced Labour
(Supplementary Measures) Recommendation, 2014 (No. 203), aiming to
advance prevention, protection and compensation measures, and to
intensify efforts to eliminate contemporary forms of forced or
compulsory labour.
Forced labour affects youth worldwide in many ways and forms. Though
children are protected under the Worst Forms of Child Labour Convention,

1999 (No. 182), when children have been subject to the worst forms of
labour, they often continue to be exposed as young adults.
In recent years, the CAS and the CEACR have raised concern and under-
lined the efforts of member States with regard to youth in relation to forced
labour, notably in the following areas:
Use of conscripts for non-military purposes
In Eritrea young people are systematically mobilized for forced labour. In
2015 the Conference Committee on the Application of Standards discussed
the case of Convention No. 29 in Eritrea, relating to the large-scale and
system- atic practice of imposing compulsory labour on the population for
an indefi- nite period of time within the framework of the national service
programme, which encompassed all areas of civilian life and was therefore
much broader than military service. The Committee urged the Government
to amend or revoke its legislation and to bring to an end forced labour
associated with the national service programme, and ensure the cessation
of the use of conscripts in practice in line with Convention No. 29. [Eritrea,
CAS, C29, 2015]
In an Observation addressed to the Government of Egypt regarding the use
*of conscripts for non-military purposes, the CEACR noted that, according
to Act No. 98 of 1975 concerning general (civic) service of young persons,
young men and women who have completed their studies and who are
surplus to the requirements of the armed forces may be directed to work.
The CEACR stated that these provisions were incompatible both with both
Conventions No. 29 and No. 105, which provides for the abolition of any
form of compulsory labour as a means of mobilizing and using labour for

purposes of economic development.
In response to comments received from trade unions in Colombia
regarding compulsory military service, the CEACR recalled that,
according to the stat- istics provided previously by the Government, there are
more conscripts (bachill- eres) than regular soldiers, and expressed the firm
hope that the Government would take the necessary measures to review
the legislation governing compulsory military service and bring it into
line with the Convention, under which any work exacted in virtue of
compulsory military service laws shall be of a purely military character.
[Colombia, CEACR, Observation, C29, 2014]
Trafficking in persons for the purposes of labour or sexual exploitation,
including children In 2014 the CEACR noted that the Government of
Argentina had taken a number of measures to strengthen its legal and
institutional framework to combat trafficking in persons for labour and
sexual exploitation, and was pursuing efforts to strengthen coordination
between the actors involved in combating trafficking in persons so as to
ensure a better judicial response and better protection of victims.
[Argentina, CEACR, Observation, C29, 2014]
The Government of Niger has strengthened its legislative and institutional
framework to combat trafficking in persons, and has established the
National Committee to Coordinate Action against Trafficking in Persons
(CNCLTP) and the National Agency to Combat Trafficking in Persons
(ANLTP), respectively. The CNCLTP has adopted its rules of procedure,
and the National Action Plan to combat trafficking in persons is being
drafted. The Government also refers to activities to combat trafficking in
children (young persons’ brigades within the national police force and

training and aware- ness-raising seminars organized for the police force
and magistrates). [Niger, CEACR, Observation, C29, 2015]
The trafficking and smuggling of children, particularly to the Dominican
Republic, persist in Haiti, and include cases of sexual abuse of women and
young girls trafficked, the theft of their possessions and violence, and in
some cases involving murder. The CEACR noted concerns at the absence
of legislation that would make it possible for those responsible for
trafficking in persons to be brought to justice. The Committee noted with
interest that in April 2014the Act on Combating Trafficking in Persons was
adopted, and hoped that the adoption of the Act would allow this scourge
to be more effectively combated, and that the Government would take all
necessary measures to implement all aspects of the Act. It asked the
Government to indicate the manner in which it guarantees the protection of
victims and gives them the assistance provided for in the Act. Finally,
recalling that, in accordance with Article 25 of the Convention, the exaction
of forced labour shall be punished with criminal penalties that are
adequately enforced, the Committee requested the Government to provide
information on the investigations and the judicial proceedings under way
and on any convictions pronounced. [Haiti, CEACR, Direct Request, C29,
2015]
Economic development
The National Service for Development is a programme for which any
citizen of Burkina Faso between 18 and 30 years of age may be called up.
The time spent in the programme is regarded as time spent in military
service, thereby releasing the citizen from any other military obligation.
The Committee reminded the Government that any service, whether as

part of compulsory military service, instead of it, or as part of civic
service, which entails young persons’ compulsory participation in activities
geared to the economic development of their country, must be compatible
with the Convention, and therefore hoped that national legislation would be
reviewed. [Burkina Faso, CEACR, Direct Request, C105, 2014]
Another example where young persons may be mobilized by the State for
purposes of economic development is the case of Turkmenistan. In 2015
the Committee recalled that, although certain forms of compulsory work
or service (such as work that is part of the normal civic obligations of
citizens and minor communal services) are explicitly excluded from the
scope of the forced labour Conventions, these exceptions do not include
work with a certain quantitative significance and used for the purposes of
economic development. [Turkmenistan, CEACR, Observation, C105,
2015]
The elimination of child labour and the protection of children and young
persons
An estimated 85 million children under 18 years old are doing work
which may pose a physical, psychosocial or moral danger to them. Of
these, some 48 million are young people whose work could be considered
in compliance with international labour standards if there was minimal
risk or if they were well-trained and well-protected from the hazards
involved
In Armenia the Government took measures, through amendments to the
Law on Education of 1999, to provide free and compulsory education to all
children up to the minimum age for employment, which is 16 years, as a

means of combating and preventing child labour. [Armenia, CEACR,
Direct Request, C138, 2015]
In Austria the Employment of Children and Adolescents Act (ECYPA)
was amended, raising the minimum age for light work activities from 12 to
13 years. [Austria, CEACR, Observation, C138, 2014]
The Government of Bahrain adopted a new Labour Law No. 36 of 2012
which contains a prohibition on the employment of minors under the
age of 18 years in hazardous or dangerous work and work endangering
their health and morals (section 27). The Ministry of Labour
promulgated Order No. 23 of 2013, which contains a list of 34
occupations and industries prohibited to children under the age of 18
years, including work underground and in mines; work in smelting ovens
and minerals; and the manufacture of explosives; etc. [Bahrain, CEACR,
Observation, C182, 2014]
The Government of Kuwait adopted a list of some 25 types of hazardous
work prohibited for children under the age of 18 years. The list includes
exposure to dangerous chemicals such as pesticides, cement and asbestos;
work in quarries, drainage and sewage; manufacturing and handling explo-
sives and fireworks; work with dangerous machines; drilling; extracting
and refining oil and petrol; carrying, pushing or pulling heavy objects;
work at high heights; work with lead, arsenic and benzene; work near
furnaces; slaughtering of animals; and work with products listed as causing
diseases. [Kuwait, CEACR, Observation, C138, 2015]

The Government of Bangladesh enacted the Prevention and Suppression of
Human Trafficking Act No. 3 of 2012 (Trafficking Act, 2012) which
contains provisions prohibiting the trafficking of children under 18 years
for both labour and sexual exploitation. According to the Act, any person
who com- mits the offence of selling, buying, recruiting, receiving,
deporting, transfer- ring or sending inside or outside of the territory of
Bangladesh a child (defined as persons under the age of 18 years according
to section 2(14)) for the purpose of sexual exploitation, labour exploitation
or any other form of exploitation shall be punished with rigorous
imprisonment of not less than five years and with a fine of 50,000 takas.
[Bangladesh, CEACR, Observation, C182, 2014]
The Government of Kenya adopted in 2014 Regulations which contain a
list of hazardous activities in which a child under 18 years of age shall not
be employed. The list includes a wide range of hazardous types of work in
18 sectors covering 45 types of occupations. These sectors include
agriculture (for example, working with machinery, chemicals, moving and
ferrying heavy loads); deep lake and sea fishing; mining and stone crushing;
domestic work; transport; herding of animals; building and construction
work; urban informal sector and street work etc. [Kenya, CEACR,
Observation, C182, 2015]

International labour law

More Related Content

What's hot

Similar to International labour law

Recently uploaded

International labour law